Head of Human Resources and People

Job Description: Head Human Resources & People @ Momentuum Blue; a COFORGE company based in PRINCETON NJ

About Coforge

At Coforge, we believe that the leaders of tomorrow will have their business capabilities defined and executed by a combination of humans and agents, underpinned by an enterprise data core and a cloud foundation purpose-built for AI.

We are a global AI-native engineering services leader, where AI is the very foundation of how we design, build, and deliver intelligent solutions for our clients. We use AI and hyper-specialized industry expertise to engineer autonomous enterprises. We combine AI agents with our AI-enabled workforce, including specialized FDEs in hybrid pod-based delivery units.

With a deep focus on trusted AI, our solutions are secure, governed, and enterprise-grade. We are outcome-led by design. Moving beyond AI experimentation, we deliver measurable business outcomes—lower operating costs, faster cycle times, higher conversion rates, and sustained margin growth.

At Coforge, we are built to grow relentlessly and purposefully. We measure success not just in financial terms, but through the growth of our people, our clients’ businesses, and the communities we serve. Our vision, “ Engage with the Emerging ,” reflects our commitment to embracing innovation early and decisively. With twin headquarters in Princeton, USA, and Greater Noida, India, Coforge employs over 45,000 professionals across 33 countries and 54 global delivery centers, enabling scalable, agile, and client-centric delivery.

Financial Highlights for Q1 FY 27

• Revenue: INR 55,277 Mn / US$ 592.2 Mn
• YoY Revenue up 49% in INR terms, 33% in USD terms
• EBITDA at INR 11,233 Mn / $ 120.3 Mn, up 74% YoY in INR terms, up 55% in USD terms
• EBIT at INR 8,822 Mn / $ 94.5 Mn, up 101% YoY in INR terms, up 80% in USD terms
• PAT at INR 5,186 Mn / USD 55.6 Mn, up 110% YoY in INR terms, up 46% in USD terms

We take pride in our strong, people-centric culture, reflected in consistently low attrition and high employee engagement. This commitment to our people has earned us multiple recognitions, including being certified as a Great Place to Work® in 2025 for the fifth consecutive year, being recognized as ET Edge Best Organizations for Women 2026, and receiving the Golden Peacock Award for Excellence in Corporate Governance (2025).

Coforge continues to strengthen its delivery engine and invest in next-generation capabilities, with recognized expertise across AI & Automation, Cloud, Data & Analytics, Cognitive & Digital Interactive, and Enterprise Integration, supported by robust Digital, ADM, and IMS services. Strategic acquisitions have further accelerated this growth—SLK Global has scaled our BPM and automation-led services, Cigniti Technologies (2025) has expanded our presence across Retail, Healthcare, High Tech, and key US markets, and Encora (2026), a Silicon Valley - born AI-native firm, has enhanced our strengths across AI, Cloud, and Data, including Intelligent Process Design, Agent-Native Engineering, Core Modernization, and AIOps. Together, these advancements position Coforge as a ~$2.5 billion technology services powerhouse, with strong nearshore delivery capabilities in LATAM & US and a high-quality AI and engineering talent base serving global clients.

Coforge today stands as a future-ready organization - combining scale, deep technology expertise, and a strong culture to deliver sustained value in an AI-driven world.

Learn more about Coforge at

Useful Links

Role Details

Role

Head of Human Resources & People

Designation

Experience

8 +

Location

Princeton NJ

Position Overview

Head of People, Momentuum Blue

Job Description

Reports to

Chief Technology Officer, Coforge

Partners closely with

SVP & Deputy Chief People Officer (Coforge corporate People org), Delivery & Operations leadership, AI Center of Excellence, Marketing

Location

Princeton, NJ (academy hub) — will need to travel to additional Momentuum blue pod sites in the future

About Momentuum blue

Momentuum blue is Coforge's Forward Deployed Engineer practice — built to be operationally deployed, not just announced. Our engineers do not sit in a staffing pool; they embed directly inside client environments, work in Mod Squad pods (Human engineers and AI agents working as a unit), and are measured against outcomes, not hours.

We built our founding cohort the hard way: several hundred applicants, a low-single-digit acceptance rate, and an 11-week onsite in-person academy before a single engineer touched a client engagement. Every cohort since will be held to that same bar. We are already embedded in enterprise engagements across financial services and insurance, with more industries opening up. Growth from here is deliberate, cohort by cohort — not headcount-first.

This is a genuinely new category of technical talent organization inside Coforge, and it doesn't run on the same People infrastructure as traditional IT services delivery. That is the gap this role exists to close.

Why This Role Exists

Every FDE — Senior and Associate — is part of Momentuum Blue. That means one leader needs to own the full arc of how this workforce is built, developed, and retained: from the first interview, through the academy, into a pod, and across a career that looks more like a technical career ladder at a top product company than a traditional model.

This is not a role that administers an existing People function . It is a role that builds one — in real time, alongside a practice that is scaling fast and changing shape as it grows.

What You'll Own

1. Org Design & Workforce Architecture

• Design how Momentuum Blue's org structure evolves as it scales from a founding cohort to a multi-cohort practice — reporting lines, pod composition, and career levels distinct from standard IT services grades.
• Define the boundary between what runs on Momentuum Blue-specific infrastructure and what leverages Coforge's corporate People systems — deliberately, not by default.
• Partner with delivery leadership to right-size Senior-to-Associate FDE ratios per pod as engagements move from conversation to deployment.

2. Academy & Onboarding

• Co-own the 11-week residential academy with curriculum and training partners, balancing technical readiness with cultural alignment.
• Own the cohort experience end to end, including Day 0 and the first weeks that set the tone for everything after.
• Track academy outcomes that actually predict pod success: completion, skill readiness, cultural fit, time-to-deployment.

3. Culture & the Covenant

• Take operational ownership of the Momentuum Blue Covenant — carrying it from a working draft into a living document the practice actually holds itself to.
• Build feedback and engagement mechanisms that work for a workforce that's mostly embedded at client sites, not sitting in a shared office.
• Keep FDEs connected to a shared identity even when their daily reality is a client environment, not a Momentuum blue one.

4. Performance & Career Pathing

• Design a performance framework built around outcomes, not tasks or hours — the same mental model FDEs are hired into on day one.
• Build the career ladder from Associate FDE through Senior FDE to Pod Lead, with progression criteria that are objective enough to defend.
• Own retention past the academy — currently one of the two biggest risks to the practice's growth plan, alongside Senior FDE supply.

5. Pod People Operations

• Manage the people side of pod formation, staffing, and rebalancing across active and pipeline engagements.
• Be the escalation point for people issues inside client environments, where FDEs operate with more autonomy and exposure than a typical staffed engagement.
• Bring the people lens into new engagements early — from first client conversation through to deployment, not after.

6. People Data & Practice Health

• Build reporting that goes beyond booking and utilization to answer the harder question: is the practice actually healthy?
• Partner with corporate HR systems to get what Momentuum blue needs without duplicating infrastructure that already exists.
• Define and own metrics that don't have a template yet — this practice doesn't fit a standard IT services People model, and the reporting shouldn't pretend it does.

7. Employer Brand & Talent Marketing

• Partner with Marketing on how Momentuum Blue shows up to the talent it's actually competing for — engineers weighing this against top tech companies and other FDE-style programs, not traditional IT services offers.
• Represent the People story in recruiting content, campus relationships, and cohort marketing moments.

What You'll Bring

AI-Native Fluency — A Hard Requirement, Not a Preference

• You use AI tools directly in your own work today — sourcing and screening at scale, drafting and synthesizing culture/engagement data, building reporting — not just approving their use by others.
• You are able to design HR systems and workflows (recruiting pipeline, performance tracking, practice-health reporting) that assume AI-assisted work as the default, not a manual process with AI bolted on.
• You can speak credibly to how AI reshapes career pathing, performance definition, and team structure for a workforce whose daily unit of work is a human-plus-agent pod — this isn't background context for you, it's the operating environment of the people you're managing.
• You track how AI is changing hiring and People practice at peer organizations building similar models and bring that thinking into how this function evolves — this role needs to move as fast as the technology it supports.
• This bar applies to you personally, not just to the FDEs you will be hiring: AI fluency is an evaluated requirement across every Momentuum Blue hire, and this role is no exception.

Everything Else

• 8–15 years in People/HR roles, including meaningful time building a People function inside a high-growth technology, startup, or professional-services environment — not only administering one that already existed.
• Experience with distributed or client-embedded workforces is a strong plus (consulting, staffing, or professional services backgrounds welcome).
• Comfort building in ambiguity. This function is being designed alongside the practice it supports, in real time.
• A bias toward proof over promises — someone who builds and measures, rather than announces.
• The presence to be a credible, trusted figure to a founding cohort of ambitious, early-career engineers — not just a policy administrator they interact with once a year.

What Success Looks Like

Horizon

Signal

0-6 Months

Build people function foundation to support strong growth: Build dashboard for people function.

6 months

Repeatable cohort cadence running smoothly; Covenant moved from working draft to an adopted, living document

Through first cohort's pod deployment

Retention and time-to-deployment tracked and trending in the right direction; career ladder in active use, not just on paper

Ongoing

Org structure and People systems scale with the practice without becoming the bottleneck to growth

Why Now

Momentuum Blue is past the concept stage — the founding cohort exists, pods are deployed, and clients are engaged. What does not exist yet is the People function built to match how this practice actually works. That's this role: the chance to design, from close to zero, how a genuinely new kind of engineering organization hires, develops, and keeps its people — with a founding cohort already in motion to build it around.

Professional Traits Required for Success of Coforge Leaders

• Results oriented
• Highest level of customer orientation
• Exhibits excellent judgment and holds himself/herself to high standards
• Hires & develops great people, able to inspire passion
• Thinks strategically but stays on top of tactical execution
• Drives innovation from the team

Education Qualifications

• Bachelor’s or Master’s degree

EEO & Accommodations

• Coforge is an equal opportunity employer committed to diversity and inclusion.
• Reasonable accommodations are available for candidates during the selection process.

Key Contact: SVP David Amsden

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